Victoria Newitt Recruitment Inc has been retained by Fraserway RV to search for a Vice President of People and Culture .
Vice President OF PEOPLE & CULTURE
TITLE : VP of People & Culture
REPORTS TO : CEO
SUMMARY :
The VP of People & Culture provides assistance and leadership aimed at helping Fraserway RV achieve its organizational objectives.
This individual ensures that the People & Culture department and Fraserway RV comply with all federal and provincial legislation.
The VP of People & Culture works as a strategic partner to the CEO, Senior Leadership team and Owner. This individual primary focus is on developing and implementing strategies to attract, retain, and develop a high performing team that also cherishes the values of Fraserway.
CORE COMPETENCIES : Communication
Communication
Teamwork
Adaptability / Flexibility
Creative and Innovative Thinking
Decision Making
Ethics and Integrity
Providing Consultation
Leadership
Coaching and Mentoring
Staff Management
Enforcing Laws, Rules, and Regulations
Development and Continual Learning
Research and Analysis
JOB DUTIES :
Talent Acquisition and Recruitment :
Develop and execute a comprehensive talent acquisition strategy.
Establish effective recruitment processes and tools to attract and select qualified candidates.
Collaborate with hiring managers to understand their needs and ensure a smooth hiring process.
Design and oversee a seamless onboarding process with National Leads to ensure successful integration of new hires.
Monitor and evaluate the effectiveness of recruitment initiatives.
2. Employee Engagement and Retention :
Design and implement programs to enhance employee engagement and satisfaction working closely with VPs, GM’s and National Managers.
Develop initiatives to promote a positive work culture and foster a sense of belonging.
Conduct annual employee surveys and analyze feedback to identify areas of improvement.
Implement retention strategies to reduce turnover and increase employee loyalty.
Develop and support recognition and rewards programs to acknowledge and motivate employees.
3. Performance Management and Development :
Oversee performance management processes, including goal setting, performance evaluations, and feedback mechanisms.
Develop and implement training and development programs to enhance employees' skills and competencies.
Develop and implement learning programs, both internally and through external partnerships.
Collaborate with managers to create individual development plans for employees.
Support career development and succession planning initiatives.
Establish a performance-oriented culture that aligns with organizational goals.
4. Compensation and Benefits :
Review and analyze compensation and benefits programs to ensure competitiveness and alignment with industry standards.
Collaborate with finance and leadership teams to develop and administer compensation plans.
Stay updated on market trends and benchmarking data to make informed decisions.
Communicate and educate employees about the organization's compensation and benefits offerings.
Ensure compliance with legal and regulatory requirements related to compensation and benefits.
5. Diversity, Equity, and Inclusion (DEI) :
Develop and execute DEI strategies and initiatives to foster equitable workplace.
Partner with leadership to create a culture that values diversity and promotes equality.
Ensure we are practicing best person for the job and ensuring a strong fit with our corporate values
6. HR Analytics and Reporting :
Utilize HR analytics and metrics to measure the effectiveness of people initiatives.
Provide reports and insights to senior leadership on workforce trends, retention, engagement, and other key metrics.
Use data-driven insights to identify areas for improvement and develop actionable recommendations.
7. HR Policies and Compliance :
Develop and update HR policies and procedures in alignment with legal requirements and best practices.
Ensure compliance with employment laws and regulations.
Advise managers and employees on HR-related matters, including disciplinary actions and conflict resolution.
Stay informed about changes in labor laws and adjust policies accordingly.
Conduct investigations into employee grievances or misconduct allegation
Perform all duties and responsibilities consistent with the company’s Mission statement, philosophy, and ethical standards
Perform other duties as assigned.
REQUIREMENTS :
Bachelor's degree in HR field required.
MBA in HR field preferred.
Minimum of 10 years of work experience in HR management required.
Demonstrated ability to meet strategic objectives for HR and the organization.
Demonstrated ability to manage HR core processes such as talent management, succession planning and employee relations.
Proven project management skills required.
Able to make sound business decisions and evidence-based recommendations to senior management.
Thorough knowledge of the methods and procedures used in the successful development of an organizational development program.
Effective communication skills with individuals at all levels of the organization.
Effective written and verbal communication skills as well as presentation skills.
A well-defined sense of diplomacy, including solid negotiation, conflict resolution, and people management skills.
Sound leadership, staff management, and teambuilding skills
Computer literacy, including practical working skills in MS Word, Excel, PowerPoint, Adobe products and e-mail required.
Able to build and maintain lasting relationships with corporate departments, key business partners, and employees.
Demonstrated ability to have a positive impact on business results.
Able to interpret and implement personnel-related legislation.
Demonstrated basic knowledge of labour laws.
Ability to follow through and complete overlapping projects.
High level of critical and logical thinking, analysis, and / or reasoning to identify underlying principles, reasons, or facts.
SIGNATURES :
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